Here are the 4 Key Reasons Teachers Quit GES.
The Ghana Education Service is responsible for providing quality education to students in Ghana. However, over the years, there has been a significant problem with teacher retention within the system.
The issue of teachers leaving the Ghana Education Service has become a major concern for the education sector, and it is imperative that steps are taken to address the problem.
It is noted that in 2021, about 44,000 (over 15%) teachers left the classroom which happened to be the highest percentage recorded across all government sector Institutes.
There are several reasons why teachers leave the Ghana Education Service, including poor working conditions, low salaries and benefits, lack of career progression, and inadequate support from management.
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1. Poor Working Conditions
One of the primary reasons why teachers leave the Ghana Education Service is poor working conditions. Most teachers report that they are forced to work in overcrowded classrooms with inadequate resources. This often results in a stressful work environment, which is not conducive to teaching and learning.
In addition, most teachers have to work in schools that lack basic amenities such as electricity, water, and sanitation facilities. This can lead to poor health conditions, which can further exacerbate the problem of teacher retention.
2. Low Salaries and Benefits
Another significant factor contributing to the high rate of teacher turnover in Ghana is low salaries and benefits. While teachers are the backbone of the education system, they are paid very poorly compared to other professionals in Ghana. The low pay makes it difficult for teachers to support themselves and their families, leading to job dissatisfaction.
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Furthermore, teachers in Ghana do not receive any retirement benefits, which makes it difficult for them to plan for their future. This lack of security and certainty has caused many teachers to look for other sources of employment.
3. Lack of Career Progression
There are limited opportunities for career progression ( promotion) in the Ghana Education Service. While some teachers may be promoted to administrative roles, these promotions are few and far between. Most teachers are stuck in the same position for many years, with little or no chance for advancement.
This lack of career progression can be demotivating for teachers and can make them feel undervalued. As a result, they may look for opportunities elsewhere, where there is more potential for growth and development.
4. Inadequate Support from Management
The Ghana Education Service is often criticized for its inadequate support and supervision of teachers. Many teachers report that they do not receive the support they need from their supervisors and colleagues. This can lead to feelings of isolation, which may contribute to job dissatisfaction and ultimately, teacher turnover.
Furthermore, teachers are often left to deal with disciplinary issues on their own, which can be stressful and time-consuming. In many cases, teachers are not adequately trained to handle disciplinary issues and may feel overwhelmed.
Conclusion
In conclusion, the high rate of teacher turnover in the Ghana Education Service is a significant problem that requires urgent attention. While there are several reasons why teachers leave the system, poor working conditions, low salaries and benefits, limited career progression opportunities, and inadequate support from management are some of the primary factors.
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Addressing these issues requires a concerted effort from all stakeholders in the education sector, including the government, policymakers, and educators. The long-term benefits of retaining quality teachers in the system cannot be overstated, and it is crucial that steps are taken to improve teacher retention in Ghana.
